Healthand Wellbeing Report-2021

REPORT 2021 Health and Wellbeing

Health and Wellbeing Report 2021 Contents Introduction 2 Key Findings 4 Physical and Dietary Health 6 Mental Health and Wellbeing 8 Covid-19 14 Health and Wellbeing Needs 17 What’s Next? 18 Health and Wellbeing Report 2021 1

OVERVIEW Cundall Health and Wellbeing Report 2021 Introduction At Cundall we continue to be committed to fulfilling our ‚ Our mental health awareness training programme vision to be the best place for talent to grow and flourish. launched with a pilot ‘general awareness’ session to Helping our people take care of their physical and mental increase understanding of mental health and help health is key to achieving this. to break down the associated stigma. We have also piloted a workshop to help our people managers The past 12 months have been particularly challenging develop a deeper understanding of mental wellbeing for many of us as we live through a global pandemic. and enable them to open up a conversation with their The many and far reaching effects of the pandemic have team, spot the signs of mental ill health and provide impacted both our physical and mental wellbeing and appropriate support. It was encouraging to see that some will feel this impact more than others. Evidence these pilot sessions were very well-attended. Almost shows that mental health and wellbeing has worsened 50% of our line managers have now had access to the during the pandemic on a global scale and the true impact people management training. Over the next 12 months is not yet fully understood. our aim is to roll our mental health awareness training programme out to all regions. During these unprecedented times, our aim has been to ‚ We have further developed our programme of wellness maintain our focus on the wellbeing of our people and the promotions including webinars on a wide range of commitments we made in our Health & Wellbeing Strategy physical and mental wellbeing topics such as nutrition, last year. Over the past 12 months we have continued to cancer in the workplace and staying physically well raise awareness of mental health and to provide whilst working from home. We have continued to raise wellbeing support. awareness of wellness days, such as ‘World Mental ‚ Our fully trained Mental Health First Aid team continue Health Day’ and continue to take every opportunity to to champion health and wellbeing globally and provide keep the conversation going about mental health. support to our people. ‚ We have piloted (in the UK) a new app-based service ‚ Our dedicated health and wellbeing page on called Help@hand, which provides access to online Dr Johnston provides a useful source of health and GP consultations, psychological consultations and wellbeing information, support and resource with physiotherapy consultations. If successful, we will look at ongoing updates to help our people during the Covid-19 providing a similar resource in other regions. pandemic and beyond. ‚ There has been an increase in communication to the global business via the Health and Wellbeing Yammer group. We have taken the opportunity to use this tool to reach out to our people during the pandemic, talk about how we can support ourselves and each other and share useful resources. 2 Health and Wellbeing Report 2021

‚ In our strategy we committed to creating new affinity We have launched our new Neurodiversity Policy, Trans groups and in the last 12 months we have introduced: Equality Policy and Gender Affirmation (Transitioning at Work) Policy as well as revising a number of our existing GAIN: A supportive network for policies to ensure that they are gender inclusive. women, non-binary, and intersex (WIN) staff; that works to influence greater ‚ Now that many of us are working from home on a more gender diversity, representation, and regular basis, our Health and Safety team provide inclusion across the practice. workstation assessments upon request for UK staff to meet our ISO45001 accreditation. Recently, we have Mosaic: Our ethnicity & culture also issued a global staff workstation assessment survey, network provides a forum for people and the results are currently being assessed. This was of minority and underrepresented conducted because we have aspirations to roll out the ethnicities and cultures to connect ISO45001 accreditation globally. and share experiences and ideas. Mosaic are influential in promoting ‚ We are currently looking at the lessons we have learned ethnic diversity, representation and from an enforced period of remote working, and how inclusion around the practice we can adopt more “agile” ways of working as we move forward, to help support work/life balance for everyone. Kaleidoscope: Our LGBTQ+ network offers a dedicated forum for Cundall Health and wellbeing is one of the six key impact areas employees who identify within in our Sustainability Roadmap, One Planet One Chance. the LGBTQ+ umbrella to connect. This incorporates a commitment to providing the best Kaleidoscope also works to promote workplaces for our employees by focusing on IEQ (Indoor LGBTQ+ inclusion at Cundall. Environment Quality), mental and physical health and wellness. We are also working to ensure that our own sustainability activities align with the UN Sustainable Development Goals, of which “Good Health and Wellbeing” is one. Our second global health and wellbeing survey provides us with valuable insight into the health and wellbeing of our people during these unprecedented times. It provides an opportunity to compare the results with those of our first survey back in December 2019 and use this data to really focus the wellbeing support we offer over the next 12 months and beyond. Health and Wellbeing Report 2021 3

Health and Wellbeing Key Findings are unsatisfied with their current 67% levels of physical activity. do not feel that Cundall is a 10% healthy place to work in terms of psychological and emotional health. believe Cundall allow sufficient 70% flexibility to meet personal/ family commitments. have suffered from depression 19% in the past 12 months. would describe their mental 34% health as poor or extremely poor since the Covid-19 pandemic. would speak to their line 53% manager about their wellbeing. 4 Health and Wellbeing Report 2021

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Physical and Dietary Health Physical wellness refers to the general health of the body, the survey shows that 67% of people are still unsatisfied including exercise, nutrition and general health habits. The with the amount of exercise they do on a daily basis. The World Health Organisation recommends that adults should main reasons for this are identified as excessive workload participate in at least 150 minutes of exercise every week. (48%), tiredness (33.5%) and lack of motivation (33.5%). At With work accounting for a large proportion of our waking management and leadership levels excessive workload time, it can be easy to fall short of this weekly quota. becomes even more of a barrier to exercise (67.5%), which Therefore, we recognise that supporting physical activity has slightly increased in comparison to last year. and healthy diet are important in promoting the general health, productivity and motivation of our people. In this In relation to nutrition, the survey results demonstrate section of the survey staff were asked to provide feedback that only 13% of people consume the recommended five on their own physical activity and nutritional habits. The or more portions of fruit and vegetables per day. 54% of majority of our staff worked from home for the most part people indicated that they consume the recommended of this year, therefore this section will also show how this six to eight glasses of liquid per day, which has slightly influenced our physical activity and dietary habits. improved in comparison to last year. While working from home, we have still tried to encourage and educate our The results show that 78% of people interrupt prolonged staff on the importance of healthy nutrition, through sitting by standing up and moving away from their desk organising webinars that detail the benefits of a at least six times a day. 12% of people indicated that they healthy diet. never eat their lunch away from their desk. In comparison to the last years’ results there is a slight improvement in People acknowledge that the current situation has had an these figures. impact on motivation in terms of activity levels, however people have suggested that Cundall could help by offering Through the lockdown and working from home we have more appropriate gym discounts or running lunchtime encouraged our people to take part in different health exercise classes. and wellbeing activities (e.g. cycling, walking challenges etc.) as well as organised multiple webinars that detail the importance of regular movement and exercise. However, Global % 0% 12% 11% 17% 18% 22% 7% 13% 0% 3.5% 4% 5.5% 9.5% 16% 7.5% 54% 0 1 2 3 4 5 6 7 0 1 2 3 4 5 6 7 Approximately how many Approximately how many days per days per week do you usually week do you usually consume 1.2 consume 5 (or more) portions litres (six to eight glasses) of liquid of fruit and/or vegetables? (including water, tea, coffee, fruit juice or squash)? 6 Health and Wellbeing Report 2021

Principal + Yes Up to Principal No 33 29% 49% 16% 6% 11% 11% 30% 22% 25% 23% 33% 44% ss s s s r en y eve t N Of s or le ery da casionally v o 10 timeo 20 time c E 67 5 time6 t 11 t O e than 20 time Mor How many times, on a typical How many times each week Are you satisfied with how much day while at your workplace, do you eat lunch away from physical activity / exercise you do? do you interrupt your sitting, your desk? e.g. by standing up, walking somewhere or getting a drink? Principal + Up to Principal 10% 10% 0% 0% 4.5% 3.5% 3.5% 4% 6.5% 0% 2.5% 4% 2.5% 12% 26% 32% 20% 37% 11.5% 25.5% 38.5% 67.5% 49.5% 17.5% e e e e s d o s s o ts o ts d ork e e o b o b t d t Other t t t w a o tir d t tiv age acilitie acilitie o e an y a e f T ’t ne ’t w our er f sically activsically activHealth issue tly mo w cis ommitmen ommitmen y y xibilit er I don I don t enc x ork c ork c e ph e ph No No sho t e w t sufficien t enough time due tt enough time due t ymor y mor enien No non-w No an an t enough fleNo v No on ack of c Please indicate reasons why you are not MORE L physically active (select all that apply). Health and Wellbeing Report 2021 7

Mental Health and Wellbeing The workplace can have a huge impact on mental health On average, 37% of us feel the need to work or check our and, equally, mental health can have a significant impact emails outside of our standard working day, which has on performance. It is important that we understand and slightly increased from last year (31%). This increases to regularly review how our people would describe their 46% for both the Asia and MENA regions respectively. own mental wellbeing so that we can target the support There has been a significant drop in this area in the we offer. In this section the survey asked people to Australian region from 53% to 27%, while in the European provide feedback on how they perceived their working region this has increased from 9% to 22%. These environment, their job role, the culture of the business, and increases could be due to our people predominantly their own wellbeing. working from home over the past year, which can result in a ‘blurring of the lines’ between work and home life. 10% of respondents do not feel that Cundall is a healthy place to work in terms of psychological and emotional Globally, people feel more stressed (defined as “a state health. If we compare this to last year and analyse it in of mental or emotional strain/tension as a result of more detail, we can see that the figure has dropped for demanding circumstances”) during a typical working day those at management and leadership levels. Last year, this than they felt this time last year. We have seen a greater category reported that 17% of them do not believe that increase in men than women. People at management and Cundall is a healthy place to work in terms of psychological leadership grades continue to report feeling more stressed and emotional health, while this year only 9% respondents during a typical working day however there has been a felt this way. Last year’s survey also showed that 22% of sharp increase in people at non-management grades staff based in Australia felt that their psychological and feeling more stressed over the past 12 months. emotional health is not looked after at Cundall, while this year there was 10% of respondents who felt this way, On average 24% of people reported feeling anxious during which is very encouraging. There has, however, been a a typical working day. This is a slight increase on 18% slight increase in the MENA region, where our staff last in 2019. Over the past 12 months men are feeling more year reported that only 5% of them felt that Cundall is not a anxious (21%, up on 15% last year) whist women have healthy place for their psychological and emotional health, stayed broadly the same (25%). Regionally, people based while this year this has increased to 12%. in Europe continue to report feeling the least anxious (5%). In 2019, 29% of people in MENA reported that they 75% of respondents feel that the tasks expected of them “often or always” felt anxious during a typical working day in their job are fair and aligned with their own skills. If however we have seen this number reduce significantly to we look at the responses by region, this is much higher 16% in 2020. for respondents in Europe (87%) and slightly lower in Australia (63%). In comparison to last year, this has slightly It is unsurprising that we have seen a slight increase in improved, especially in the European region – where we feelings of stress and anxiety as the past 12 months have see an increase of 34%. been extremely challenging for many. It is positive to see that the increases have only been marginal, however it is 55% of respondents feel that they can deliver an imperative that we continue to monitor mental health and acceptable standard of work whilst also achieving a wellbeing as we move forward and continue to provide healthy life balance. While this figure has dropped slightly appropriate support for our people. in comparison to last year (63%), it has increased in certain regions (Asia 73% and Europe 74%). However, there has On average, 19% of respondents felt that they had been a further drop in the UK & Ireland from 63% last year suffered from depression (defined as “feelings of severe to 51% this year. unhappiness, despondence and dejection which lasts for 2 weeks or more”) in the past 12 months. This has reduced 69% of respondents are satisfied with the quality of their from 22% in 2019. If we drill down to a regional level, we physical working environment, which is encouraging to see see that this figure is lower in Europe (6%) and Asia (9%) considering we have spent most of last year working from but higher in Australia (28%). home. Staff based in the MENA region are most satisfied (77%) and the Australian region are least satisfied (60%). 8 Health and Wellbeing Report 2021

eland % o Principal alia % e % A % sia % ustr op ur Principal+ Up t A A E MEN UK and Ir 68% 9% 24% 65% 8% 28% 82% 8% 11% 77% 13% 10% 74% 0% 26% 77% 8% 15% 69% 8% 24% ? ? ? ? ? ? ? I feel that Cundall is a Cundall allows enough healthy place to work in flexibility to meet my personal/ terms of my psychological family commitments. and emotional health. Agree/Strongly agree Disagree/Strongly disagree ? Neither agree or disagree eland % alia % e % A % o Principal sia % ustr op ur A A E MEN UK and Ir Principal+ Up t 77% 4% 20% 63% 14% 24% 87% 4% 9% 77% 4% 19% 76% 6% 19% 49% 20% 32% 63% 14% 24% ? ? ? ? ? ? ? I feel like the tasks expected of I feel confident that I can me in my job are fair and aligned deliver an acceptable with my own skills. standard of work while also achieving a healthy work-life balance. Health and Wellbeing Report 2021 9

Agree/Strongly agree Disagree/Strongly disagree ? Neither agree or disagree eland % alia % e % A % sia % ustr op ur A A E MEN UK and Ir 71% 4% 26% 60% 14% 27% 70% 8% 22% 77% 15% 8% 69% 11% 21% ? ? ? ? ? I am satisfied with the quality of my physical working environment. Asia % Australia % Europe % MENA % UK and Ireland % tly ly quen r ek casionally e e c fr eve Daily W O In N 46% 27% 22% 46% 38% 11% 20% 9% 4% 15% 24% 34% 35% 42% 15% 11% 17% 17% 8% 20% 9% 4% 17% 0% 13% How often do you work or check your emails outside of your standard working day? 10 Health and Wellbeing Report 2021

Principal + Up to Principal tly ly quen r ek casionally e e c fr eve Daily W O In N 14% 4% 22% 9% 29% 24% 25% 34% 11% 30% How often do you go without a lunch break? Principal + Up to Principal s y s s s y y y r e than 10 da eve o 5 da o 10 da N 1 or 2 da 3 t 5 t Mor 45% 34% 34% 40% 16% 22% 3% 2% 4% 4% How many times over the last six months have you attended work when you felt that you were not well enough to do so? Health and Wellbeing Report 2021 11

Principal + Up to Principal 1 2 3 4 5 6 7 8 9 10 2% 3% 6% 5% 8% 14% 12% 15% 16% 14% 10% 19% 25% 20% 19% 10% 4% 1% 1% 1% Stress can be defined as “a state of mental or emotional strain/tension as a result of demanding circumstances.”On a scale of 1 to 10, how stressed do you tend to feel during a typical working day? Asia % Australia % Europe % MENA % UK and Ireland % s r y a en casionally ely t c eve Alw Of O Rar N 0% 0% 0% 0% 2% 12% 21% 5% 16% 24% 43% 61% 38% 48% 38% 33% 14% 48% 36% 29% 12% 4% 10% 0% 8% Anxiety can be defined as “a feeling of worry, nervousness or unease about something with an uncertain outcome”. How frequently do you tend to feel anxiety during a typical working day? 12 Health and Wellbeing Report 2021

Asia % Australia % Europe % MENA % UK and Ireland % s No Ye 92% 72% 94% 83% 80% 8% 28% 6% 17% 20% Depression comes in many forms, but can typically be described as “feelings of severe unhappiness, despondence and dejection which last for 2 weeks or more”In the last 12 months have you suffered from depression? Health and Wellbeing Report 2021 13

Covid-19 This year we included a number of questions in the 57% of people stated that the number of hours they survey specifically relating to the Covid-19 pandemic worked had increased since the start of the pandemic. in order to better understand the impact this has had 35% stated that there had been no change whilst 8% had on our wellbeing over the past 12 months and how seen a decrease in hours. Regionally, MENA has reported we can continue to support our people through these the greatest increase in hours at 77%, followed by Australia unprecedented times. at 63%. At the lower end of the scale, 43% of people in Europe reported an increase in hours. 52% of people in Globally 34% of people felt that their mental health was non-management roles and 67% of people in management poor or extremely poor as a result of the COVID-19 roles reported an increase in hours. Some of the survey pandemic. Women were more affected (41%) than men comments from those in management roles suggest that (30%). Regionally, Europe were the least affected at 9% this differential may be a result of an increased focus on whereas MENA felt most affected at 44%. maintaining regular 1-2-1 communication and supporting wellbeing within their team, whilst everyone adjusts to 21% of people had felt that they needed some support working from home. This can be more time consuming with their mental health over the past 12 months. than in the office. Regionally, more people based in the UK and Australia reported such feeling with 22% and 38% respectively. 50% of people felt that their productivity had stayed the same since the beginning of the pandemic with Globally 5% of people have previously spoken to a Mental 29% reporting an increase and 21% a decrease. By Health First Aider and the same number had used the gender, only 13% of women felt that their productivity Health & Wellbeing pages on Dr Johnston. In the UK, had decreased compared to 24% of men. The survey where an Employee Assistance Programme is available, comments suggest that in general, opinions on whether only 3% of people had used this service. We receive working from home is as effective as being in the office consistently positive feedback from people who have used are evenly split. Some are finding the isolation and lack of these services. It is important that we continue to promote social interaction difficult whilst others are benefiting from the resources available so that people feel comfortable to increased focus and productivity, as well as an improved access the right service for them if required. work/life balance. 57% of people felt that the work they have been doing has not changed during the pandemic. 19% of people felt that it had changed in a positive way and 24% felt it had changed in a negative way. 14 Health and Wellbeing Report 2020

Men % Women % 1 2 3 4 5 6 7 8 9 10 1% 0% 4% 7% 10% 13% 15% 21% 17% 15% 10% 10% 14% 11% 17% 16% 8% 6% 4% 1% On a scale of 1 to 10 (where 1 is extremely poor and 10 is extremely good), how would you describe your mental health overall since lockdown? (Leave blank if you would prefer not to say) Asia % Australia % Europe % MENA % UK and Ireland % s No Ye 92% 62% 90% 89% 78% 8% 38% 10% 11% 22% Have you felt the need for some support with your mental health since lockdown? Health and Wellbeing Report 2021 15

Principal + Up to Principal ame d d e e eas d the s eas e cr y e Incr D Sta 64% 52% 6% 8% 30% 39% Has the number of hours you are working increased, decreased or stayed the same since lockdown? Men % Global % Women % y y a a e w e w ame tiv sitiv ga t d d o en e e er eas d the s eas e cr y s, in a p s, in a ne e e e Incr D Sta Y Y No diff 29% 30% 24% 13% 47% 58% 19% 24% 57% Do you feel your productivity has generally Has the work you have been doing changed increased, decreased or stayed the same substantially since lockdown? since lockdown? 16 Health and Wellbeing Report 2021

Health and Wellbeing Needs It would be all too easy to tick a few wellbeing boxes and Though there are some clear regional differences - social introduce some token activities to show that we are “doing events, healthy food/snack initiatives, flexible working wellbeing”. But to set an effective, targeted strategy we opportunities and additional annual leave are the most need to understand where we are right now. That means favoured initiatives related to wellbeing. These were also benchmarking our current reality, spending time auditing the most popular initiatives last year. Looking forward, staff what we already offer, as well as considering what we are most interested in further opportunities for flexible could offer. To continue supporting staff in this area we working, physical activity and stretching/yoga sessions, need first to understand what matters to them in terms subsidised gym membership and activities that focus of their own wellbeing, and the kind of support that most on promoting good mental health (e.g. meditation and appeals to them. In this section of the survey we sought mindfulness). Crucially, 75% of staff perceive being too to evaluate both how staff have felt about our health and busy/lacking available time as the key barrier to accessing wellbeing initiatives to-date, and what they would like to such activities (this is an increase on 60% last year). If we see from such initiatives in future. are serious about supporting the health and wellbeing of our people, we need to ensure their participation is both The responses from this section show us that while our encouraged and facilitated. Mental Health First Aiders are visible and their purpose is understood, just 18% of people believe they would utilise this service if they had a concern about their own mental health and wellbeing. 53% of people would feel comfortable raising such concerns with their line manager (this is an increase on 43% last year). Survey comments suggest that many people would prefer to talk to family and friends about their wellbeing, which is not unexpected however it is important that other options exist for those who would prefer to speak to someone outside of their family/friend circle. Health and Wellbeing Report 2021 17

What’s Next? Our annual wellness survey gives us a better If you have any questions about this understanding of what aspects of health and wellbeing are report, or our health and wellbeing most important to our staff, and how we can better support our people. By conducting this survey, we can monitor our initiatives please contact one of the progress each year and identify areas that are important below: to focus on annually. Our business remains committed to providing the very best working environments that promote positive health and wellbeing, and the data from this survey will help us identify the actions we need to take to deliver on this commitment. Lynne Lynam There are many positives to be taken from the results of HR Adviser and Mental Health First Aider this year’s survey and areas where we can enhance our Ilda Redzepovic health and wellbeing provision further. It is encouraging to see the positive impact that our strategy is making. This Learning and Development Adviser and year has been challenging in many ways; therefore, it is Mental Health First Aider important that we ensure that we continue to provide the best support for our people. In the interests of transparency and accountability we have published this report externally, and will follow it with an internal webinar and communications to showcase the report and offer opportunities for staff to ask questions and make comments about the survey and findings. It is also important that this report acts as more than a conversation piece or temporary PR spectacle. We will therefore use the data from this health and wellbeing survey to continue to improve and inform our Global Health and Wellbeing Strategy. 18 Health and Wellbeing Report 2021

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United Nations Sustainable Development Goals www.cundall.com Asia Australia Europe MENA UK & Ireland